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It’s clear that remote working has become a very popular option for many people, and some new research shows just how widespread it has become.
The latest edition of McKinsey’s American Opportunity Survey questioned 25,000 Americans in the spring of 2022 and found that half – more than 58 percent – had the option of working from home at least one day a week.
One in three said they could work from home five days a week if they wanted to.
And when workers are given the option to work remotely, 87 percent of them will take it.
“This mobility is widespread across demographics, occupations and geographies. The flexible working world was born out of a frenzied response to a sudden crisis, but remains as a desirable job feature for millions of people. It depends on where, when and where. represents a tectonic shift in how Americans want to work and are working,” the researchers said.
Unsurprisingly, according to McKinsey, the “vast majority” of people employed in computer and mathematical occupations report having remote-work options, and 77 percent report willing to work entirely remotely.
The researchers noted that even industries with low overall work-from-home patterns “may find that the technologists they hire are in demand”. And once a section of the workforce is allowed to work remotely, it becomes difficult to say ‘no’ to the rest.
Still, it’s not all positive news about whether hybrids work. After all, this is still a new model for most workers and there are many issues to be resolved. McKinsey’s research found that those working in a flexible model were most likely to report multiple barriers to completing tasks – followed entirely by those working remotely. Office workers were least likely to report problems.
Yet, it is also clear that the new ways of working are only available in the U.S. are not limited to.
A new CIPD survey of 1,000 UK employers also shows that the experience of working through the pandemic has led to a shift in outlook.
It found that six out of ten (59%) respondents thought business leaders were more likely to trust people to work from home and be productive after the pandemic. Previous CIPD survey data suggest that the shift to doing more homework increased rather than decreased productivity.
But there’s a potential cloud on the horizon, at least for some employees.
Some bosses are still considering reducing wages only for remote workers.
As the CIPD notes: “A potentially divisive issue for the future of hybrid working is whether those who have to participate in the workplace should attract premiums paid to offset the additional commuting costs”.
The CIPD believes that there are significant inclusion and equity risks associated with the difference in pay for hybrid and office-based workers, as it may indirectly discriminate against people with disabilities or those with long-term health conditions and care responsibilities. Women and older workers who are more likely to be at risk.
It would also potentially widen the existing pay gap and make it harder to recruit people who don’t live locally, which would restrict the talent pool that employers can tap, the HR body warns.
Most employers recognize these downsides because most organizations (68%) do not reduce wages or benefits for employees who are primarily working from home.
And only 4% of organizations have reduced wages or benefits for employees who work primarily from home, although it is slightly higher than 7% in the public sector.
More worryingly, 13% of respondents said their organization was planning to do so, rising to 15% in the public sector.
Again, almost one in 10 organizations actually contributed to cover the costs faced by employees who are mostly working from home.
Fortunately, while some politicians are keen to bring civil servants back into office, it seems that many other employers are being more nuanced in their response.
It is sensible; While many workers are enjoying the flexibility of full-time or regular remote work, others want and would benefit from living in a setting where they can enjoy working and learning with their peers. What is clear is that the one-size-fits-all model for everyone in the office, all the time, is no longer the answer.
Finding a way through this can support all legitimate needs of employees and still improve efficiency and productivity is challenging but possible.
And this is exactly the kind of challenge that good managers must face.
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